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What to look out on background checks for potential hire or business partner PDF Print E-mail
Thursday, 29 June 2017 14:34

or partner to help you make an informed choice. Looking into the legal and social history of somebody gives you the best chance to make an informed decision based on your business needs. It gives you a better idea of what somebody is like, and doesn’t leave you in the dark about a candidate before they appear. In addition to business needs, it can give you an idea of what to expect when you get to meet people in your social circles, as well. Did you know that there are even dating apps now that run background checks on individuals? It is becoming an important step in every sphere or society especially with the.

When it comes to important decisions such as hiring of employees, one would not want to be in for any surprise when it comes to shady background or adverse reputation in the industry. In this era of digital social media, while one might find it easy to dig out information about a person which is carelessly left around online but not all individuals practice bad privacy practice or indulge in narcissistic behavior such as posting every photo and information of one's online.

 

Outsource your background checks

According to a dated survey in 2012, more than two thirds (69%) of employers run criminal background checks on all of their potential employees according to Society of Human Resource Management, which is likely be a higher rate now. Some companies might have their human resource department to screen through their potential employee's background, but it might be a daunting task for companies that either do not have a human resource department or too many vacancies to have their department to perform this tedious task.

This is where one might seek help from review companies, seeing first-hand what others might see and whether it is worth you spending your money on a potential hire or a business venture with recent acquaintance. Of course, such services are not free, some are paid per search while some are by monthly subscription. One such example of this would be the Instant Checkmate review which gives you a full overview of everything you might want to know about your potential candidate, at a monthly subscription plan.

It is useful for companies to go for additional checks for questionable background, and ascertain if the candidates are on the same page as the company, and what the company can expect from them on a professional level as well as what sort of personality they might have. On top of that, one can get a picture of somebody’s safety record and also if they’re in the right position to take on the responsibilities which they will be given.

Carrying out a background check or a people search, although most of the time you will only find reassurance, you can also find some surprises. You might find out that somebody had a slightly different history to you than you think or what was told to you. At the end of it you might be surprised, or you might just experience that reassurance that you picked the right person. Either way, background checks will always give you a better choice when it comes to picking the right people.

Not so simple with background research

All sounds simple but if you are in United States, things may become a bit complicated.

The Federal Trade Commission (FTC) would require an employer to:

  • Tell the applicant or employee you might use the information for decisions about his or her employment. This notice must be in writing and in a stand-alone format. The notice can't be in an employment application. You can include some minor additional information in the notice (like a brief description of the nature of consumer reports), but only if it doesn't confuse or detract from the notice.
  • If you are asking a company to provide an "investigative report" - a report based on personal interviews concerning a person's character, general reputation, personal characteristics, and lifestyle - you must also tell the applicant or employee of his or her right to a description of the nature and scope of the investigation.
  • Get the applicant's or employees written permission to do the background check. This can be part of the document you use to notify the person that you will get the report. If you want the authorization to allow you to get background reports throughout the person's employment, make sure you say so clearly and conspicuously.
  • Certify to the company from which you are getting the report that you:
    • notified the applicant and got their permission to get a background report;
    • complied with all of the FCRA requirements; and
    • Won’t discriminate against the applicant or employee, or otherwise misuse the information in violation of federal or state equal opportunity laws or regulations.

And if one is taking an adverse action (for example, not hiring an applicant or firing an employee) based on background information obtained through a company in the business of compiling background information, the Fair Credit Reporting Act (FCRA) has additional requirements:

  • Before you take an adverse employment action, you must give the applicant or employee:
    • a notice that includes a copy of the consumer report you relied on to make your decision; and
    • A copy of "A Summary of Your Rights Under the Fair Credit Reporting Act," which you should have received from the company that sold you the report.

By giving the person the notice in advance, the person has an opportunity to review the report and explain any negative information.

  • After you take an adverse employment action, you must tell the applicant or employee (orally, in writing, or electronically):
    • that he or she was rejected because of information in the report;
    • the name, address, and phone number of the company that sold the report;
    • that the company selling the report didn't make the hiring decision, and can't give specific reasons for it; and
    • That he or she has a right to dispute the accuracy or completeness of the report, and to get an additional free report from the reporting company within 60 days.

 Source:TheonlineCitizen